BS ISO 30400-2016 Human resource management Vocabulary《人力资源管理 词汇》.pdf

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1、BS ISO 30400:2016Human resource management VocabularyBSI Standards PublicationWB11885_BSI_StandardCovs_2013_AW.indd 1 15/05/2013 15:06BS ISO 30400:2016 BRITISH STANDARDNational forewordThis British Standard is the UK implementation of ISO 30400:2016.The UK participation in its preparation was entrus

2、ted to Technical Committee HCS/1, Human Capital.A list of organizations represented on this committee can be obtained on request to its secretary.This publication does not purport to include all the necessary provisions of a contract. Users are responsible for its correct application. The British St

3、andards Institution 2016.Published by BSI Standards Limited 2016ISBN 978 0 580 90408 0 ICS 01.040.03; 03.100.30 Compliance with a British Standard cannot confer immunity from legal obligations.This British Standard was published under the authority of the Standards Policy and Strategy Committee on 3

4、0 September 2016.Amendments/corrigenda issued since publicationDate T e x t a f f e c t e dBS ISO 30400:2016 ISO 2016Human resource management VocabularyManagement des ressources humaines VocabulaireINTERNATIONAL STANDARDISO30400First edition2016-09-01Reference numberISO 30400:2016(E)BS ISO 30400:20

5、16ISO 30400:2016(E)ii ISO 2016 All rights reservedCOPYRIGHT PROTECTED DOCUMENT ISO 2016, Published in SwitzerlandAll rights reserved. Unless otherwise specified, no part of this publication may be reproduced or utilized otherwise in any form or by any means, electronic or mechanical, including photo

6、copying, or posting on the internet or an intranet, without prior written permission. Permission can be requested from either ISO at the address below or ISOs member body in the country of the requester.ISO copyright officeCh. de Blandonnet 8 CP 401CH-1214 Vernier, Geneva, SwitzerlandTel. +41 22 749

7、 01 11Fax +41 22 749 09 47copyrightiso.orgwww.iso.orgBS ISO 30400:2016ISO 30400:2016(E)Foreword ivIntroduction v1 Scope . 12 Normative references 13 Terms related to the organization 14 Terms related to human resources and planning 35 Terms related to people and organization 56 Terms related to huma

8、n resource metrics 67 Terms related to human governance . 78 Terms related to sustainable employability 89 Terms related to diversity and inclusion 810 Terms related to workforce planning . 911 Terms related to recruitment .1012 Terms related to workforce mobility .1113 Terms related to talent manag

9、ement.1214 Terms related to knowledge management .12Bibliography .13 ISO 2016 All rights reserved iiiContents PageBS ISO 30400:2016ISO 30400:2016(E)ForewordISO (the International Organization for Standardization) is a worldwide federation of national standards bodies (ISO member bodies). The work of

10、 preparing International Standards is normally carried out through ISO technical committees. Each member body interested in a subject for which a technical committee has been established has the right to be represented on that committee. International organizations, governmental and non-governmental

11、, in liaison with ISO, also take part in the work. ISO collaborates closely with the International Electrotechnical Commission (IEC) on all matters of electrotechnical standardization.The procedures used to develop this document and those intended for its further maintenance are described in the ISO

12、/IEC Directives, Part 1. In particular the different approval criteria needed for the different types of ISO documents should be noted. This document was drafted in accordance with the editorial rules of the ISO/IEC Directives, Part 2 (see www.iso.org/directives).Attention is drawn to the possibilit

13、y that some of the elements of this document may be the subject of patent rights. ISO shall not be held responsible for identifying any or all such patent rights. Details of any patent rights identified during the development of the document will be in the Introduction and/or on the ISO list of pate

14、nt declarations received (see www.iso.org/patents).Any trade name used in this document is information given for the convenience of users and does not constitute an endorsement.For an explanation on the meaning of ISO specific terms and expressions related to conformity assessment, as well as inform

15、ation about ISOs adherence to the World Trade Organization (WTO) principles in the Technical Barriers to Trade (TBT) see the following URL: www.iso.org/iso/foreword.html.The committee responsible for this document is Technical Committee ISO/TC 260, Human resource management.iv ISO 2016 All rights re

16、servedBS ISO 30400:2016ISO 30400:2016(E)IntroductionThis document has been developed to help facilitate a common understanding of and maintain consistency in fundamental vocabulary in human resource management standards.This document is intended to be used by: human resource practitioners; academic

17、professionals and students; developers of related standards; stakeholders in organizations, regardless of organizational size and type; labour unions, work councils, other employee and employer representatives; others interested in the human resource management profession. ISO 2016 All rights reserv

18、ed vBS ISO 30400:2016BS ISO 30400:2016Human resource management Vocabulary1 ScopeThis document defines terms used in human resource management standards.2 Normative referencesThere are no normative references in this document.3 Terms related to the organization3.1governanceway a whole organization i

19、s led, directed, controlled and held accountable3.2organizational culturevalues, beliefs and practices that influence the conduct and behaviour of people and organizations3.3organization structurehierarchical arrangement of authority, responsibility and accountability in an organization3.4business m

20、odelorganizations approach to operating in its environment3.5strategyorganizations approach to achieving its objectives3.6business continuity planningBCPprocess of mutual planning (3.7) by organizations and other stakeholders (5.1)Note 1 to entry: Examples of how business continuity planning is used

21、 can include objectives to plan, establish, implement, operate, monitor, review, maintain and continually improve a documented management system to protect against and mitigate the effects of disruptive incidents, prepare for and respond to the same.3.7planningprocess of thinking about and organizin

22、g activities required to achieve a desired outcome3.8strategic planningplanning (3.7) involving the formulation, development, implementation and evaluation of factors that are relevant to an organizations long-term or overall interests, and the means of achieving its objectives3.9social responsibili

23、tyresponsibility of an organization for the consequences of its decisions and activities on society and the environment, through transparent and ethical behaviour thatINTERNATIONAL STANDARD ISO 30400:2016(E) ISO 2016 All rights reserved 1BS ISO 30400:2016ISO 30400:2016(E) contributes to sustainable

24、development, including health and the welfare of society; takes into account the expectations of stakeholders (5.1); is in compliance with applicable law and consistent with international norms of behaviour; and is integrated throughout the organization and practised in its relationshipsSOURCE: ISO

25、26000:2010, 2.18, modified The word “impacts” has been replaced by “consequences”, and the Notes to entry have been removed3.10managementprocess of planning (3.7), organizing, directing and controlling the outcomes of people, groups or organizations3.11performance managementmanagement (3.10) of the

26、performance (4.12) of people, groups and organizations3.12management styleapproach or method to management (3.10)EXAMPLE Participative management is a management style that encourages and enables people to contribute to decision-making with accountability; authoritarian management is a management st

27、yle that discourages people to participate in decisions that affect them; country club management is a management style typified by lack of required direction and accountability.SOURCE: Blake profitability.Note 1 to entry: Key performance indicators differ depending on organizational goals and are o

28、ften used as determinants for evaluating performance (4.12).4.14contingent workerpeople who are engaged as casual labour, flexible labour, independent contractor, independent professional and consultant4 ISO 2016 All rights reservedBS ISO 30400:2016ISO 30400:2016(E)5 Terms related to people and orga

29、nization5.1interested partystakeholderperson or organization that can affect, be affected by, or perceive itself to be affected by a decision or activityEXAMPLE Customers, owners, people in an organization, suppliers, bankers, unions, work councils, partners, or society that may include competitive

30、or pressure groups.5.2staffingprocess of acquiring, deploying and retaining peopleNote 1 to entry: this can be both internal and external.5.3competenceability to apply knowledge and skills to achieve intended results5.4core competencescompetences (5.3) that are essential for an organizations success

31、5.5competence modelprocess of analysing and describing knowledge, skill and ability of people5.6competence frameworkstructure that defines the competence (5.3) of people within an organization5.7leadership competencesrequired set of competences (5.3) for leaders in workplace (5.8) contextsNote 1 to

32、entry: This can include leadership skills, abilities, characteristics and behaviour.5.8workplacearea(s) in which the workers activities are carried outSOURCE: ISO/TR 25901-1:2016, 2.1.8.355.9careerpattern of work-related experiences that span a persons life5.10career stagedistinct phase of a persons

33、 career (5.9)Note 1 to entry: Career stages can include entry, establishment, advancement, maintenance, transition and maturity.5.11employee referralpotential employee recommended by current employee(s) of the organizationNote 1 to entry: These recommendations can be compensated. ISO 2016 All rights

34、 reserved 5BS ISO 30400:2016ISO 30400:2016(E)6 Terms related to human resource metrics6.1Cost-Per-Hire InternalCPHIorganization-specific costs associated with recruitment (11.1)6.2Cost-Per-Hire ComparableCPHCmeasure to identify costs associated with recruitment (11.1) among organizations6.3Cost-Per-

35、HireCPHmeasure to identify costs associated with recruitment (11.1)Note 1 to entry: It is calculated by taking the average of total recruitment costs divided by the number of hires.Note 2 to entry: Cost-Per-Hire Internal (6.1) and Cost-Per-Hire Comparable (6.2) are subsets of Cost-Per-Hire.6.4Hire-C

36、ost-RatioHCRformula and methodology comparing the Cost-Per-Hire (6.3) against the total compensation (6.6) of the newly hired peopleNote 1 to entry: This formula varies from Cost-Per-Hire Internal (6.1) or Cost-Per-Hire Comparable (6.2) only in the denominator; whereas Cost-Per-Hire Internal or Cost

37、-Per-Hire Comparable are ratios of costs to the number of hires, the Hire-Cost-Ratio is a ratio of costs to total first-year annual compensation (6.5) of the new hires.6.5compensationvalue given for services renderedNote 1 to entry: This can be monetary or non-monetary.6.6total compensationall direc

38、t or indirect compensation (6.5) received within a specific time periodNote 1 to entry: This can be salary, bonuses, perquisites, benefits, stock options, insurance and others.Note 2 to entry: It can be used by employers to attract and retain talent (13.1).6.7productivityquality, state or fact of be

39、ing able to generate, create, enhance or bring forth goods, services and knowledge6.8workforce productivitymeasurement of the productivity (6.7) of the workforce (10.1)Note 1 to entry: Measurement should include quality and quantity.6.9quality of hiremeasurement of the performance (4.12) of the empl

40、oyee after hire compared to pre-hire expectations during a defined period6 ISO 2016 All rights reservedBS ISO 30400:2016ISO 30400:2016(E)6.10impact of hiremeasurement of the new hires contribution to the success of the organization during a defined period6.11retention rateratio of the total workforc

41、e (10.1) that is retained over a defined period6.12turnover rateratio of separations against total workforce (10.1) during a defined periodNote 1 to entry: Separations can be voluntary or involuntary6.13auditsystematic, independent and documented process for obtaining audit evidence and evaluating i

42、t objectively to determine the extent to which the audit criteria are fulfilledNote 1 to entry: An audit can be an internal audit (first party) or an external audit (second party or third party), and it can be a combined audit (combining two or more disciplines).Note 2 to entry: An internal audit is

43、 conducted by the organization itself, or by an external party on its behalf.Note 3 to entry: “Audit evidence” and “audit criteria” are defined in ISO 19011.6.14data auditexamination of data for quality and accuracy during the development of a Cost-Per-Hire (6.3) metric6.15external cost factorextern

44、al costexpense incurred to external vendors or individuals during the course of recruiting6.16internal cost factorinternal costexpense related to the internal staff, capital and organizational costs of the recruitment (11.1)/staffing (5.2) function6.17system of recordinformation system considered to

45、 be the source for a specific piece of information to be used in a Cost-Per-Hire (6.3) metric6.18compilerindividual responsible for the creation of a Cost-Per-Hire (6.3) metric7 Terms related to human governance7.1human governancesystem by which an organization is directed and controlled, taking int

46、o account the organizations stakeholders (5.1) as well as human and social factors, at the highest and every level of decision making ISO 2016 All rights reserved 7BS ISO 30400:2016ISO 30400:2016(E)8 Terms related to sustainable employability8.1sustainable employabilitylong-term capability to acquir

47、e or create and maintain workNote 1 to entry: Sustainable employability can be the responsibility of people, organizations or governments.8.2sustainable employability for the individuallong-term capability to acquire, create and maintain employment, through adaptation to changing employment, economi

48、c and personal conditions throughout different life stages8.3sustainable employability for employing organizationslong-term and agile approach to acquiring, creating, developing and training, retaining, redeploying and supporting workforce (10.1) members to meet changing economic, legislative and ma

49、rket requirements and conditionsNote 1 to entry: This definition applies to organizations in all sectors, both private and public.8.4sustainable employability for public sectorslong-term approaches and initiatives to encourage, promote and support value-driven employment benefitting constituents, employing organizations, economic development and all relevant stakeholders (5.1)Note 1 to entry: Approaches could include, but are not limited to: frameworks, funding and legislation to support anti-discrimination and anti-expl